(A) Definition. The Centers for Disease Control defines CLOSE CONTACT as being within approximately six feet of a COVID-19 case for a prolonged period of time. CLOSE CONTACT can occur while caring for, living with, visiting or sharing a healthcare waiting area or room with a COVID-19 case or having direct contact with infectious secretions of a COVID-19 case (e.g., being coughed on).
(B) Exceptions. Employees who are able and healthy are expected at work as scheduled, with the following exceptions:
(1) Employees who have a current diagnosis of COVID-19 or who have been in close contact with a person with symptomatic laboratory-confirmed COVID-19;
(2) Employees who are under quarantine (including self-imposed quarantine); at the instruction of a healthcare provider or a local, state or federal official, in order to prevent the spread of COVID-19;
(3) Employees who do not have a current diagnosis of COVID-19 but who develop signs or symptoms compatible with COVID-19 until such time as a diagnosis is confirmed or four to five days after compatible symptoms have ended unless directed otherwise by a healthcare provider or a local, state or federal official, in order to prevent the spread of COVID-19;
(4) Employees who are: Living in the same household as; an intimate partner of; or caring for a person in a non-healthcare setting who meet the exceptions in divisions (B)(1), (B)(2) or (B)(3) above;
(5) Employees who are at increased risk for complications from COVID-19 due to a diagnosed health condition and who are presently under the care of a physician for the diagnosed health condition, whose job duties require close contact but for whom temporary job modification is not possible; and
(6) Employees who are engaged in primary caregiving, because of the COVID-19 related closing of a school, or other care facility or care program, for a child or other individual unable to provide selfcare (if two or more caregivers living in the same home are county employees, only one caregiver is eligible for public health leave per day).
(C) Public health leave.
(1) Employees who meet the exceptions in divisions (B)(1), (B)(2) or (B)(3) above will be granted a maximum of 30 days per calendar year of paid public health leave days paid at 100% of their regular rate of pay, subject to a physician’s authorization after the fourteenth day.
(2) Employees who are eligible for public health leave due to the exceptions in divisions (B)(4), (B)(5) or (B)(6) above are not required to take leave and are free to work as scheduled, assuming they are able and healthy and otherwise free of COVID-19 symptoms or COVID-19 compatible symptoms. Intermittent leave is permissible. Additionally, if alternate work arrangements are approved by their supervisor (e.g., flex time or remote work), employees who meet the exceptions in divisions (B)(4), (B)(5) or (B)(6) above are eligible for their regular rate of pay for documented hours worked. Any unused public health leave days will expire at the discontinuance of this policy.
(3) Employees must have a public health leave form signed by their department head or elected official on file with Human Resources to receive any benefit under this policy. Employees who knowingly falsify eligibility may be subject to disciplinary action up to and including termination. The county is committed to pay continuation for a defined period of time (e.g., two weeks), with review and possible modification as conditions change. Should the employee on public health leave have a change in status and no longer meets the eligibility of an exception, he or she should return to work as scheduled.
(D) Use of benefit time. If an employee meets only the exception listed in division (B)(6) above, and the school closure occurs when the employee already had scheduled the use of benefit time, the employee must use his or her benefit time as planned if he or she does not report to work. (E.g., if an employee had already planned to be off for spring break and a school or care facility closure overlaps with already approved benefit time, the employee must use his or her benefit time as scheduled.)
(E) Symptoms of COVID-19. According to the Centers for Disease Control and Prevention, symptoms of COVID-19 include a fever, cough and/or shortness of breath. A FEVER is defined as a body temperature of 100.4°F taken by an oral thermometer. These are also compatible symptoms of COVID-19, so employees should err on the side of caution. Temperature should be measured without the use of a fever-reducing medicine that contains ibuprofen or acetaminophen. Employees who develop any COVID-19 symptom or COVID-19 compatible symptom should not report to work but should call a physician for further direction. Employees who utilize the county’s health insurance benefit should use Live Health Online instead of their primary care physician. Employees with symptoms should not go directly to a doctor, a clinic or hospital without first calling for guidance. However, any employee who develops emergency warning signs for COVID-19 should get medical attention immediately. Emergency warning signs include, but are not limited to, difficulty breathing or shortness of breath, persistent pain or pressure in the chest, confusion, bluish lips or face.
(F) Changes in policy. This policy is subject to modification by the Board of County Commissioners. Changes in policy will be communicated to employees as best as possible.
(Ord. 2020-2, passed 6-16-2020; Ord. 2022-2, passed 2-15-2022)